Workplace issues

2019-2023 National Agreement

The term of the current National Agreement between NALC and the Postal Service runs through May 20, 2023.

Click on the cover at right to open the PDF of the 2019-2023 National Agreement. The PDF includes bookmarks and hyperlinks to make navigating the document easier. To save a copy, right-click on the cover and "save target as..." to download a copy to your computer.

 

Select past National Agreements and arbitration awards

Description

2019-2023 NALC-USPS National Agreement

2016-2019 NALC-USPS National Agreement

Proposed 2016-2019 NALC-USPS National Agreement booklet

2011-2016 NALC-USPS National Agreement

Das interest arbitration award (toward the 2011-2016 National Agreement)

2006-2011 NALC-USPS National Agreement

2001-2006 NALC-USPS National Agreement

1998-2001 NALC-USPS National Agreement

Fleischli interest arbitration award

NALC Collective-Bargaining History

Contract Term	Type of Settlement	Bargaining Structure*
1971-1973	Negotiated settlement	JBC: NALC, APWU crafts, NPMHU, NRLCA
1973-1975	Negotiated settlement	JBC: NALC, APWU, NPMHU, NRLCA
1975-1978	Negotiated settlement	JBC: NALC, APWU, NPMHU, NRLCA
1978-1981	Healy Award (partial arbitration)	JBC: NALC, APWU, NPMHU
1981-1984	Negotiated settlement	JBC: NALC, APWU
1984-1987	Kerr Award (arbitration)	JBC: NALC, APWU
1987-1990	Negotiated settlement	JBC: NALC, APWU
1990-1994	Mittenthal and Valtin Awards	JBC: NALC, APWU
1994-1998	Stark Award (arbitration)	NALC
1998-2001	Fleischli Award (arbitration)	NALC
2001-2006	Negotiated settlement	NALC
2006-2011	Negotiated settlement	NALC
2011-2016	Das Award (arbitration)	NALC
2016-2019	Negotiated settlement	NALC
2019-2023	Negotiated settlement	NALC
* In many rounds of bargaining, two or more unions formed a Joint Bargaining Committee (JBC) to negotiate with the Postal Service. The NALC has negotiated on its own since 1994.

The March 2022 JCAM is now available here. All previous versions of the JCAM should be replaced with the March 2022 version.

Click the image to open the JCAM

 

The JCAM—

• contains the authoritative, agreed-upon interpretations of the National Agreement. The National Association of Letter Carriers and the United States Postal Service have agreed at the national level that this is the definitive interpretation of the National Agreement.
• should be used by the local parties to help resolve disputes at each step of the grievance procedure.

The JCAM is in the printing process. A copy will be sent to each office where city letter carriers are employed. Additional copies will be made available for purchase from the NALC store after printing is complete.

2014 JCAM

The 2014 JCAM is available online by clicking here.

Cautions on the use of USPS publications

NALC contract enforcers know that portions of USPS handbooks, manuals and other regulations that directly relate to wages, hours or working conditions are effectively incorporated into the National Agreement through Article 19. NALC has obtained electronic versions of important USPS manuals and handbooks directly from Postal Service headquarters. In addition, USPS has made certain publications available online.

However:

• Check for the latest issue. The Postal Service updates its various manuals and handbooks according to different schedules. To see if you have the current edition of a particular publication, click here to review Publication 223, Directives and Forms Catalog.
• Check below for selected USPS publications NALC has made publicly available. They include the M-39, M-41, Employee and Labor Relations Manual (ELM), Administrative Support Manual (ASM), Postal Operations Manual (POM), as well as a selection of publications, management instructions, and a wide selection of handbooks, manuals and other documents.
• Some provisions may be under NALC challenge. Any of the USPS handbooks, manuals or publications provided on this site or available on the web may be under an NALC challenge in the grievance procedure. NALC’s distribution of or links to these materials is not in any way an admission that they are contractually sound or otherwise free from challenge. Check with your NALC branch officers or national business agent about the validity of a particular publication or provision.
• Some items may not be covered by Article 19. Some handbook and manual provisions—for example, much of the M-39, M-41 and ELM—are enforceable as part of the contract under Article 19. However, certain other USPS publications may not be covered by Article 19.

Most materials are in PDF format, although some are compressed archives (commonly called “zip files”) containing multiple documents.

The 2023 Letter Carrier Resource Guide, a comprehensive guide for every letter carrier, is now available for download on the NALC website.  Every NALC member can request a printed version of the guide or download the PDF free of charge.

The 2023 edition replaces the 2019 version and remains an all-in-one guide for all letter carriers to obtain important information pertaining to every stage of their career. The guide includes updated rights and benefits, and relevant changes to these rights and benefits, as letter carriers progress from city carrier assistant to career status.  The guide includes chapters on NALC structure, health benefits, pay, uniforms, workroom floor issues, community service, legislation, and much more. 

Click here for the online Letter Carrier Resource Guide. Members can get on the waiting list for a printed version of the guide, by logging into the Members Only section. and clicking on the picture of the guide. Select the check box to request a copy, and when the printed version is available, one will be mailed to the address on file.

The Materials Reference System or MRS is a collection of contract administration materials assembled by the NALC Headquarters’ Contract Administration Unit. It has been designed to assist all NALC representatives who enforce and administer the National Agreement. The MRS should be used as a supplement to the Joint Contract Administration Manual (JCAM) which is authoritative and controlling in the case of any ambiguities or contradictions.

The MRS contains summaries and, in some cases, the full text of many important national-level materials, including settlements of Step 4 Settlement, grievances, national-level Pre-arbitration settlements, Memorandums, USPS policy statements, NALC publications and more. The MRS also contains cross-references to significant national-level arbitration awards.

The MRS has been updated and has a new look and format. This will allow the NALC to continuously update the publication, and provides an easier search experience. Click here.

Key MRS documents can be found here.

Use the box below to find an M-numbered document.

Job security is the most important employee guarantee in any collective bargaining agreement. Wages, benefits, and work rules mean little without contract language to protect the right to stay employed. Historically over half of all cases NALC has brought to arbitration have concerned discipline.

Since discipline is such a large and important subject, NALC has written an entire separate publication, Defenses to Discipline, to cover it. Most of the material concerning discipline that formerly appeared in MRS has been moved to this new publication.

NALC created that publication to help union representatives find that in-depth information and put it to work challenging discipline. The guide summarizes more than 30 years of NALC experience with a comprehensive range of subjects related to discipline. It explains the key principles, contract language, national settlements and arbitration decisions that comprise our own “common law” of just cause and job security.

Click here to go to Defenses to Discipline

The NALC Shop Steward’s Guide along with many Grievance Starters are now available on the members only portal. The NALC Shop Steward’s Guide is written for every NALC member who handles grievances at the Informal Step A and/or Formal Step A of the grievance procedure.

Any other versions of the Shop Stewards Guide or Toolkit are obsolete and will no longer be available. The guide will only be available through the members only portal. This will allow NALC to update the guide in real time and ensure all stewards, activists and members have access.

To access the guide, from the NALC website log on to the “MEMBERS ONLY” portal, and click the “MEMBERS  DOCUMENTS” button where you will find the Shop Steward’s Guide and the available Grievance Starters in a drop down menu.

Contract Talk is a regular column in NALC's national magazine, The Postal Record. Written by members of the NALC Contract Administration Unit, the column gives advice on recent national settlements and selected issues of interest to NALC contract enforcers. The archive of Contract Talk columns can be found here.

NALC Activist

The NALC Activist is a local leadership publication intended for shop stewards, branch officers and all local NALC leaders. The archive of NALC Activists can be found here.

The NALC Guide to Identifying Intentional False Editing of Clock Rings was created to assist union representatives when investigating grievances concerning clock ring edits that impact letter carriers’ pay.  The guide provides instruction on reading the TACS Employee Everything Report, examples of improperly edited clock rings, and includes a grievance starter to help build successful case files.

 

 

Under the 2019-2023 National Agreement, all letter carriers will receive a 5% increase in their uniform allowance in 2021 and a 2.5% annual increase in 2022.

• May 21, 2021: $487 plus an additional $113 for newly eligible carrier
• May 21, 2022: $499 plus an additional $116 for a newly eligible carrier

The newly eligible credit may be used only once, but the current procedures for employees transferring from one allowance category to another (e.g., from CCA to career carrier) will be continued.

CCA carriers are entitled to the same uniform allowances provided to career carriers, but they do not receive the additional amount for the “newly eligible” until they are converted to career status. 

The Family and Medical Leave Act (FMLA) guarantees eligible letter carriers up to 12 weeks of leave each postal leave year, for:

• A new child in the family—by birth, by adoption or by placement in foster care;
• Caring for a family member with a serious health condition;
• The employee's own serious health condition that prevents him or her from performing the job, or
• Qualifying exigencies arising out of the fact that employee’s family member is on or has been notified of “covered active duty” in the Armed Forces.

The FMLA also guarantees eligible letter carriers up to 26 weeks of leave in a single 12-month period to care for a “covered servicemember” with a “serious injury or illness” if that servicemember is their spouse, son, daughter, parent, or next of kin.

The FMLA guarantees time off, whether paid or unpaid. The type of leave taken depends on the reasons for the leave, an employee's earnings and the usual postal leave regulations. There are eligibility criteria, medical certification guidelines and other detailed rules governing letter carrier rights to FMLA leave.

This page links to useful NALC materials, federal regulations and information on the Web about the FMLA.

Update: Parties release joint summary overview of FMLA

November 24, 2015 – The national parties have reached agreement on a jointly-developed summary overview of the Family and Medical Leave Act of 1993 (FMLA).  This document (M-01866) provides the mutual understanding of the national parties on issues related to leave covered by the FMLA.  It fully replaces and updates the FMLA language agreed upon and contained in previous editions of the NALC-USPS Joint Contract Administration Manual (JCAM).

Two national-level disputes involving FMLA settled

In 2008, the Postal Service proposed changes to the Employee and Labor Relations Manual which required employees to only use Department of Labor forms to certify FMLA protection.

The NALC took the position that there was no requirement under the FMLA to use Department of Labor forms and initiated two disputes. The first dispute was over the proposed ELM changes and the second was the over the Postal Service’s refusal to allow employees to use NALC FMLA forms.

In our first dispute over the proposed changes of the ELM, the Postal Service agreed to change the language in section 515 of the ELM (M-01812) to allow employees to use another format other than Department of Labor forms to certify FMLA protection.

The change in section 515 of the ELM resolves NALC's second issue and employees may now use the NALC FMLA forms for FMLA protection. (M-01817)

Click here for the NALC FMLA forms.

• NALC Form 1: Medical Certification-Employee's Own Serious Health Condition
• NALC Form 2: Medical Certification-Family Member's Serious Health Condition
• NALC Form 3: Certification of Qualifying Exigency for Military Family Leave
• NALC Form 4: Certification for Serious Injury or Illness of Current Covered Servicemember for Military Caregiver Leave
• NALC Form 5: Certification for Serious Injury or Illness of a Veteran for Military Caregiver Leave
• NALC Form 6: Employee's Notification of New Child in the Family
• FMLA Administration Human Resources Share Service Center (HRSSC) - Contact Information by Postal Service Area

In the past, employees submitted FMLA forms to their supervisors. The new forms must be submitted to the FMLA Administration Human Resources Share Service Center (HRSSC). The address for the HRSSC to which the employee must submit the FMLA form(s) can be found on the area maps included in the NALC FMLA forms PDF.

Changes to FMLA Regulations: DOL Expands Military FMLA Leave

On February 6, 2013, the U.S. Department of Labor marked the 20th anniversary of the signing of the Family and Medical Leave Act by issuing a new Final Rule that implements important expansions of FMLA military family leave protections mandated by the National Defense Authorization Act (NDAA) of 2010. These expansions provide families of eligible veterans with the same job-protected FMLA leave currently available to families of military service members and also enable more military families to take leave for activities that arise when a service member is deployed.

The major provisions of the Final Rule include:

• Defining a covered veteran, consistent with statutory limitations, as limited to veterans discharged or released under conditions other than dishonorable five years prior to the date the employee’s military caregiver leave begins.
• Creating a flexible definition for serious injury or illness of a covered veteran, that includes four alternatives only one of which must be met.
• Permitting eligible employees to obtain certification of a servicemember’s serious injury or illness (both current servicemembers and veterans) from any health care provider as defined in the FMLA regulations, not only those affiliated with the DOD, VA, or TRICARE networks (as was permitted under the 2009 regulations).
• Extending qualifying exigency leave to eligible employees who are family members of members of the Regular Armed Forces and adding the requirement for all military members to be deployed to a foreign country in order to be on “covered active duty” under the FMLA.
• Increasing the amount of time an employee may take for qualifying exigency leave related to the military member’s Rest and Recuperation (R&R) leave from five days to up to 15 days.
• Creating an additional qualifying exigency leave category for parental care leave to provide care necessitated by the covered active duty of the military member for the military member’s parent who is incapable of self-care (this exigency came as the result of a suggestion from the NALC, see "The 'NALC Exigency'" below).

The "NALC Exigency"

When the Department of Labor (DOL) published the new Final Rule for the FMLA on February 6, 2013, it acknowledged and incorporated changes suggested by the NALC.

The DOL announced its proposed rulemaking for the new Final Rule in February of 2012. It specifically sought input from FMLA stakeholders regarding the two categories of military family leave (qualifying exigency leave and military caregiver leave). The NALC at the national level sent out queries to each region seeking suggestions on how the two categories of military family leave could be improved.

President Rolando incorporated suggestions from around the country in a letter he wrote to the DOL in response to the proposed rulemaking (M-01780). Excerpts from that letter appear many times in the section-by-section analysis in the preamble that precedes the actual regulations. And in one instance, the DOL actually created new regulations in response to President Rolando’s letter. 

In the proposed rulemaking, the DOL invited comments on whether new qualifying exigencies should be added to the current 8. In the preamble to the new Final Rule, the DOL states that it received only one suggestion: from the NALC.

Based on that suggestion, the DOL created a 9th exigency for parental care leave to provide care necessitated by the covered active duty of a military member for the military member’s parent who is incapable of self-care. It is codified at 29 CFR 825.126.b(8).

The suggestion for the new exigency for eldercare came from a discussion at a branch meeting of Branch 183 in Santa Rosa, California. Branch President Jerry Anderson forwarded the suggestion to the National Union via Region 1 RAA Brian Voigt and NBA Christopher Jackson. President Rolando added the suggestion from Branch 183 to his letter to the DOL.

The creation of a qualifying exigency leave for eldercare not only benefits letter carriers who serve or who have family members who serve in the military, it also protects the family needs of every military service member in the country.

It’s also a good example of how the NALC works at both the local and national level to protect its members and influence legislation.

Update: DOL clarifies the definition of “son and daughter”

On June 22, 2010, the DOL in an Administrator’s Interpretation clarified the definition of "son and daughter" under the Family and Medical Leave Act to ensure that an employee who assumes the role of caring for a child receives parental rights to family leave regardless of the legal or biological relationship:

“It is the Administrator’s interpretation that the regulations do not require an employee who intends to assume the responsibilities of a parent to establish that he or she provides both day-to-day care and financial support in order to be found to stand in loco parentis to a child. For example, where an employee provides day-to-day care for his or her unmarried partner’s child (with whom there is no legal or biological relationship) but does not financially support the child, the employee could be considered to stand in loco parentis to the child and therefore be entitled to FMLA leave to care for the child if the child had a serious health condition… Similarly, an employee who will share equally in the raising of an adopted child with a same sex partner, but who does not have a legal relationship with the child, would be entitled to leave to bond with the child following placement, or to care for the child if the child had a serious health condition, because the employee stands in loco parentis to the child.”

According to Secretary of Labor Hilda L. Solis, "No one who loves and nurtures a child day-in and day-out should be unable to care for that child when he or she falls ill. No one who steps in to parent a child when that child's biological parents are absent or incapacitated should be denied leave by an employer because he or she is not the legal guardian. No one who intends to raise a child should be denied the opportunity to be present when that child is born simply because the state or an employer fails to recognize his or her relationship with the biological parent.” Click here to read the Administrator’s Interpretation from the DOL website.

The USPS has centralized its FMLA Coordinator position at Shared Services. Attached is a list of addresses and fax numbers by USPS Area where letter carriers should send their certification forms.

If you have issues or questions regarding the FMLA please contact your National Business Agent for assistance.

Description of FMLA Material

• FMLA at U.S. Department of Labor - The Department of Labor's FMLA website has a wealth of useful information and links to advice, forms, the latest regulations and more.
• ELM Section 515 - Section 515 of the USPS Employee and Labor Relations Manual contains the USPS regulations covering FMLA rights (ELM Chapter 510). The ELM can be found here.
• FMLA Regulations - Current FMLA Regulations from the Federal Register (Vol. 78, No. 25, 8834 et seq., February 6, 2013); also published as 29 Code of Federal Regulations Part 825.
• Cautionary Note on FMLA Regulations: Please note that laws and regulations change. For the latest information about FMLA and changes to the FMLA regulations, see the U.S. Department of Labor's FMLA website.

The Labor-Management Reporting and Disclosure Act (LMRDA) guarantees certain rights to union members and imposes certain responsibilities on union officers.

The Office of Labor-Management Standards (OLMS) enforces many LMRDA provisions while other provisions, such as the bill of rights, may only be enforced by union members in federal court.

Click here to download a summary of the LMRDA(PDF).

Click here for quick links to resources for new members. 

NALC Arbitration Program

The NALC arbitration database is for members interested in contractual research. The database contains over 36,000 awards from national and regional level arbitration which members can download in PDF format. Using the database, members are quickly able to locate and read arbitration awards pertinent to the subject they are researching.

This arbitration program can be accessed by authorized users through the Members Only section of nalc.org. To obtain access to the NALC arbitration program contact your national business agent.

The grievance process is incorporated into Article 15 of the National Agreement between NALC and USPS.

• Training Package explaining the Article 15 Grievance-Arbitration Procedure (updated Aug. 2016)
• PS Form 8190, USPS-NALC Joint Step A Grievance Form, March 2016, for appealing a grievance to formal Step A of the Article 15 grievance procedure (fill-in-the-blank version).
• Chart of Article 15 Grievance-Arbitration Procedure, showing steps and time limits

• Management instruction outlining the policy guidelines established for the administration of Wounded Warriors Leave (M-01901)
• PS Form 5980, “Treatment Verification for ‘Wounded Warriors’ Leave”

Ever wonder how to check if your hours are being recorded properly?
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Is management questioning your performance or issuing you discipline based on data collected from your scanner?
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Do you have questions about what telematics devices do and do not monitor?
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Do you know what your rights are when management pressures you to meet unrealistic time expectations?
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How do you provide your supervisor with a proper estimate of your daily workload in the morning without knowing if Certified Mail is in your DPS? 
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It's hot - please stay safe!
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Working over 12 hours a day?
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Did you know that city letter carriers have the benefit of receiving annual leave in lieu of holiday pay?
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What form must be used to request FMLA protected leave?
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Did you know that city carrier assistants (CCAs) are eligible for enrollment in the Federal Employee Dental and Vision Insurance Program (FEDVIP)?
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